Project Case Study
Building a Scalable HR Foundation for a Rapidly Growing Industrial Services Company
Challenge
After experiencing rapid growth, doubling in size in just a few years and anticipating another doubling in the near future, a private equity–owned industrial services company with thousands of employees recognized the need for a comprehensive Human Resources strategy. The organization needed to support current requirements across Talent Management, Workforce Development, Benefits Management, HR Compliance and Risk Reduction, and efficient HR administration, while also establishing a strong, scalable HR foundation capable of supporting continued rapid growth.
Solution
To fully understand the organization’s challenges, more than 50 in-depth interviews were conducted with employees at all levels, from the CEO and executive leadership team to managers and administrators. These interviews captured firsthand insights into gaps, inefficiencies, and day-to-day challenges experienced by employees across North America.
This qualitative input was combined with an analysis of historical HR data and metrics, future business plans, market conditions, and the competitive landscape. A comprehensive Strengths, Weaknesses, Opportunities, and Threats (SWOT) assessment was completed to identify priority areas for improvement. Using FSI’s proprietary Hierarchy of Effective HR Management, a detailed, phased action plan and implementation timeline were developed to guide the enhancement and creation of HR programs, policies, and processes designed to support business growth and maximize workforce value.
Impact
The company committed to a multi-year initiative to fully implement FSI’s Human Resources strategy recommendations, with the goal of transforming its HR function into a strategic growth driver. The scope of this transformation included, but was not limited to, HR organizational design, job architecture, skills and competency frameworks, talent management, recruiting pipeline development, organizational development, employee engagement, compensation management, compliance and risk mitigation, health and welfare benefits design and cost control, HR key performance indicators and monitoring, and the development of efficient, fit-for-purpose HR administrative processes.
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